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Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

L2 (second language) grit, an essential personal resource involving perseverance of effort and consistency of interest, has been well documented via a variable-centred method. The current study employed latent profile analysis (LPA), a person-centred approach, to identify the potential profiles of L2 grit, moving beyond previous studies by recognizing student heterogeneity. Drawing on the conservation of resources (COR) theory, this study also examined the relationship between L2 grit, foreign language anxiety, and achievement within the identified profiles of L2 grit. Three profiles of L2 grit were disclosed, namely, “medium effort and interest”, “great effort but weak interest”, and “great effort and interest”. The facilitative function of foreign language anxiety on achievement was realised only for those within the “great effort and interest” profile, which was interpreted as the optimal configuration of personal resources from the lens of COR theory. This study generated insights for future studies on this topic. [ABSTRACT FROM AUTHOR]

This study explores how exploitative leadership affects employees' work passion, a vital element for engagement, creativity, and productivity. It further delves into how trust in leaders mediates this relationship. By applying social exchange theory and conservation of resources theory and analyzing responses from 384 full-time employees through covariance-based structural equation modeling using SmartPLS, the findings confirm the negative effects of exploitative leadership on work passion. They also underscore the significant mediating role of trust in leaders. These insights underline the importance of addressing exploitative leadership in organizational policies and enhancing trust to improve work passion. The study not only provides valuable information for organizations but also lays the groundwork for future research on leadership styles, trust, and employee passion. [ABSTRACT FROM AUTHOR]

Drawing from job-demands resources theory and conservation of resources theory, this study examines the effect of performance pressure on interpersonal citizenship behavior through exhaustion. We also explore the extent to which receiving help mitigates the exhaustion caused by performance pressure. In a critical incident design of employees from various industries (N = 268), performance pressure was positively associated with exhaustion. Subsequently, employee exhaustion decreased the tendency to perform acts of interpersonal citizenship. The relationship between performance pressure and exhaustion was weakened among employees who had received help from their colleagues. Thus, these results, supported by moderated mediation analyses, suggest that receiving help can mitigate the deleterious effects of performance pressure on interpersonal citizenship behavior through exhaustion. Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

Previous research has shown that after-work free-time activities can enhance employees' work engagement and positively affect their general well-being and health. This study investigates whether the anticipation of an after-work free-time activity boosts employees' work engagement. Building on the conservation of resources (COR) theory, we assumed that employees' pleasant anticipation of an after-work free-time activity positively relates to work engagement within and between persons. Furthermore, we examined the moderating role of recovery-related self-efficacy (RRSE). In Study 1, 85 employees completed three questionnaires (morning, noon, and afternoon) on one workday, and we expanded the design to a one-week diary in Study 2 (N = 56). Findings from (hierarchical) linear modeling supported the positive relationship between pleasant anticipation and work engagement between but not within persons. Moreover, RRSE was not found to be a moderator. Overall, our study demonstrated that employees vary in their pleasant anticipation, partly explaining differences in work engagement. [ABSTRACT FROM AUTHOR]

In occupational psychology, measuring the interplay between work and family roles is crucial. The Work-family conflict (WFC) and Family-Work Conflict (FWC) scales are indispensable tools in this endeavour. However, their reliability across diverse geographical locations and work settings, particularly during the global pandemic, requires thorough examination. This meta-analysis evaluates the reliability generalisation of WFC and FWC scales across different studies. Registered with PROSPERO (ID: CRD42024509030), we systematically searched four major databases: EBSCOhost, Web of Science, Scopus, and ScienceDirect, yielding 506 potential studies. After deduplication and screening, 44 studies published between 2000 and 2024 were selected. These studies analysed reliability coefficients (Cronbach's alpha) and the impact of geographical location, work setting, and events like the COVID-19 pandemic on scale reliability. The analysis showed high reliability for both scales, with a pooled Cronbach's alpha of 0.91 (95% CI [0.87, 0.95]) indicating strong internal consistency. Test-retest reliability was also high, with a pooled estimate of 0.89 (95% CI: [0.84, 0.93]). Subgroup analyses revealed minimal variability in reliability across sectors, regions, and the pandemic period, with no heterogeneity (I2 = 0.0%), suggesting the scales' broad applicability. The WFC and FWC scales demonstrate high reliability across various global contexts, underscoring their value in occupational psychology. Their adaptability to different cultural and work scenarios, including during the COVID-19 pandemic, highlights their potential for widespread use. The uniform reliability across studies emphasises their effectiveness in capturing work-family dynamics, supporting their generalizability and relevance for cultural adaptation. [ABSTRACT FROM AUTHOR]

Residents' pro-tourism behaviours are critical for the success of tourism destinations. However, there has been limited research on how tourists' uncivilized behaviours influence pro-tourism behaviours. Drawing from the social exchange theory, affective events theory and conservation of resources theory, this paper presents a conceptual framework to examine the impact of tourists' uncivilized behaviours on residents' pro-tourism behaviours and its boundary conditions. The study was conducted considering two scenarios: Scenario 1 involved a sample of residents not dependent on tourism for livelihood, while Scenario 2 consisted of residents earning their living through tourism. Data were collected from Qingdao coastal scenic area in China, and the structural equation model was employed. Results varied between the two scenarios: For residents in Scenario 1, there was a significant negative effect of tourists' uncivilized behaviours on residents' pro-tourism behaviours. However, this impact was not significant in Scenario 2. This suggests that the influence of tourists' uncivilized behaviours on residents' pro-tourism behaviours depends on the residents' economic reliance on tourism, and residents' behaviours are not static. Regardless of their dependence on tourism for income, the mediating effects of negative affectivity and negative perceptions, and the moderating roles of emotional intelligence and organizational support were identified. [ABSTRACT FROM AUTHOR]

Although information and communication technologies are advantageous for enhancing employee performance, excessive use of technologies during non-working hours may increase employees' experience of techno-invasion. Techno-invasion may cause them such emotional exhaustion that they will need to deal with non-work-related matters during working hours in order to relieve stress and preserve their limited time resources. Little research has systematically examined the role of techno-invasion in time banditry. The study treated in this paper explored why there is a positive relationship between techno-invasion and time banditry and its boundary conditions. The study used conservation of resources theory to address this research gap. Over four weeks, three hundred and seventy-eight working adults completed two waves of time-lagged surveys measuring techno-invasion, emotional exhaustion, time banditry, and meaningful work. The results showed that techno-invasion positively predicted a high level of time banditry, and emotional exhaustion played a mediating role in the positive relationship between techno-invasion and time banditry. Importantly, this study found that meaningful work acted as a buffer on the relationship between emotional exhaustion and time banditry. These findings extend our understanding of the negative consequences of techno-invasion and shed light on how to deal with them. [ABSTRACT FROM AUTHOR]

Compared to research about the effects of work‐related interpersonal experiences on employee behaviours at home, research on whether and how home‐related interpersonal experiences can affect employee behaviours at work has received less attention. This study aimed to contribute to this literature by examining whether interpersonal conflict at home can predict employee silence through exhaustion at work. The moderating effect of affective commitment on the relationship between interpersonal conflict at home and exhaustion was also explored. Using a two‐wave design with data from 246 full‐time employees, the current study found that interpersonal conflict at home positively predicted employee silence through exhaustion at work. Further, affective commitment exacerbated the relationship between interpersonal conflict at home and exhaustion at work. Our findings extend the understanding of mediating and moderating mechanisms for the effect of negative experiences at home on work behaviours. [ABSTRACT FROM AUTHOR]

As the cornerstone talent in the field of education, trainee teachers play a key role in improving education quality. The study has conducted a quantitative study of 279 trainee teachers and qualitative interviews with 7 trainee teachers, and found that the overall resilience level of trainee teachers is relatively high, but there are obvious shortcomings in the emotional dimension and motivation dimension. This situation is that it is difficult to activate individual internal resources, the accumulation and utilization of resources are insufficient, the supply of environmental resources is insufficient, and the acquisition and maintenance of resources are limited. Therefore, we should pay great attention to the protection, maintenance and construction of individual resources and environmental resources so as to improve the resilience of trainee teachers. [ABSTRACT FROM AUTHOR]

BACKGROUND: Amidst the post-COVID-19 economic downturn and the expanding higher education landscape in China, employee employment challenges have given rise to the widespread overqualification issue. This phenomenon has attracted extensive attention and is prompting a need for an in-depth exploration of perceived overqualification. However, existing studies predominantly concentrate on its outcomes rather than antecedents, leaving a notable gap in understanding the influence mechanism between individual advantageous resources (e.g., job embeddedness, career adaptability) and overqualification, particularly in specific events such as career shocks. OBJECTIVE: This study aims to examine the interplay between employees' career adaptability, job embeddedness, and the mediating role of relative deprivation in shaping perceived overqualification, particularly in the aftermath of career shocks. METHODS: A comprehensive analysis was conducted using data gathered from 339 questionnaire responses. Partial Least Square (PLS) path analysis, R's necessary condition analysis (NCA), and the Random Forest (RF) algorithm were employed to scrutinize the relationships and identify critical factors influencing perceived overqualification. RESULTS: The findings indicate that after encountering career shocks, career adaptability and job embeddedness not only directly impact perceived overqualification but also exert their influence indirectly through the mediation of relative deprivation; Career adaptability, job embeddedness, and relative deprivation are necessary conditions for perceived overqualification, with relative deprivation having the most significant impact. CONCLUSIONS: Based on the results, focusing on the psychological changes of employees after suffering career shocks provides valuable guidance for managers in channelling the emotional and cognitive responses of their employees. [ABSTRACT FROM AUTHOR]

Objective: This study aimed to bridge the gap between occupational psychology and family psychology by exploring whether and how social connections in the workplace can lead to changes in family relations. Background: Amid intensified competition, workplace ostracism has become prevalent. However, its negative impacts on children, a vulnerable group within the family, have been largely neglected. Method: A cross‐sectional survey was conducted on a sample of 673 working parents from multiple companies, along with their children. This enabled us to examine the impacts of workplace ostracism on the parent–child relationship based on both parents' and children's data, with a specific focus on the mediating role of emotional exhaustion. Results: The consistent findings obtained from parents' and children's relationship ratings revealed that parents' reported workplace ostracism predicted parent–child conflict positively and parent–child closeness negatively. Parents' emotional exhaustion only partially mediated the relationship between workplace ostracism and parent–child conflict, whereas its mediation effect between workplace ostracism and parent–child closeness was found to be insignificant. Conclusion: The spillover effect of workplace ostracism can exacerbate conflicts and reduce closeness between parents and their children. Emotional exhaustion acts as the underlying mechanism linking workplace ostracism to conflict but not to closeness. Implications: Programs designed to foster better intraorganizational relationships and promote individual emotion regulation skills may ultimately benefit family harmony. [ABSTRACT FROM AUTHOR]

In the post-pandemic period, an increasing number of students have been using online learning environments, as students find them more convenient and feel less academic pressure. However, some students are comparatively disadvantaged due to their lack of access to a fast network or a powerful computer to attend online classes. Consequently, students may feel isolated due to their lack of internet connectivity. Based on conservation of resources theory, we aim to provide empirical evidence that various forms of student interaction in online learning classes mitigate negative psychological outcomes, such as distress and anxiety problems. A single-stage cluster sampling design was used for data collection. An online survey of 422 university students in Hong Kong was conducted in 2022; the students participated in online learning classes during the year. Partial least squares structural equation modelling was used for data analysis. The results showed that student–teacher, student–student and student–content interactions can reduce students' psychological distress by reducing their performance and technology anxieties in online learning environments. Practical performance and technology anxieties served as partial mediators of the association between online class interactions and psychological distress. Interaction did not have a direct effect on psychological distress. When using blended or online teaching and learning modes, more interaction should be promoted. For example, group exercises can be introduced by teachers during tutorials to enhance student–student interaction, teachers can use polling exercises to encourage student–teacher interaction and virtual reality environments can be introduced during classes to enhance student–content interaction. [ABSTRACT FROM AUTHOR]

Servant leadership has been found to motivate followers to express constructive voice, but why is this the case? Studies so far have identified a ‘can do’ mechanism that enables followers to speak up and a ‘reason to’ mechanism that promote their willingness to do so. Nevertheless, these mechanisms have not considered the role of servant leadership in energizing both leaders and followers, which facilitates followers' constructive voice through an ‘energized to’ mechanism. This study aims to unpack the ‘energized to’ mechanism to understand how and when servant leadership can motivate followers' constructive voice. Drawing from conservation of resources theory, we propose that servant leadership can contribute to both leaders' and followers' energy, particularly among leaders with higher self‐regulation ability. In turn, elevated energy levels in leaders and followers will promote followers' constructive voice. To test these hypotheses, we conducted a time‐lagged supervisor–subordinate matched survey. Results show that servant leadership increases both leaders and followers' energy and then followers' constructive voice, but this effect is observed only among leaders with high self‐regulation ability. This research offers new insights into how and when servant leadership not only energizes followers but also benefits the leaders themselves. [ABSTRACT FROM AUTHOR]

Changes in the global economic environment in which careers unfold have made the development and use of various career-related resources essential for one's career success. Drawing on the conservation of resources (COR) theory, this study unpacks the relationship between motivational career resources and subjective career success, by detailing a mediating role of job crafting and a moderating role of age. Hypotheses are tested using data gathered in two waves separated by a six-month interval. Results indicated that (a) motivational career resources were positively related to job crafting; (b) job crafting was positively related to subjective career success; (c) job crafting mediated the linkage between motivational career resources and subjective career success; and (d) age moderated the relationship between motivational career resources and job crafting. This study provides novel insights into the intervening mechanism (i.e., job crafting) that elucidates how motivational career resources relate to job crafting. Furthermore, the findings enrich the existing literature by introducing a substantive moderator (i.e., age) in the relationship between motivational career resources and job crafting. [ABSTRACT FROM AUTHOR]

BACKGROUND: Many recent studies have proposed that leadership behaviors are attached to social exchange processes that influence not only their followers but also leaders themselves. Existing research has not adequately addressed how ambidextrous leadership affects the leaders themselves. OBJECTIVE: This study aims to investigate the extent to which ambidextrous leadership has benefits and costs for leaders' work engagement. Additionally, it attempts to explore the moderating role of leaders' emotional intelligence in the conceptual model. METHODS: Data were collected from a two-phase online survey of 153 managers in China. We tested our conceptual model using path analysis and bootstrapping methods based on Mplus. RESULTS: Results show that ambidextrous leadership is positively associated with leaders' positive affect. Moreover, ambidextrous leadership has a positive indirect effect on leaders' work engagement through positive affect. However, ambidextrous leadership also has devastating effects on leaders' work engagement through ego depletion for leaders with low levels of emotional intelligence. CONCLUSIONS: Drawing on COR theory, we demonstrate that ambidextrous leadership can act as a double-edged sword for leaders. Specifically, ambidextrous leadership may cause different behavioral responses (promoting vs. inhibiting work engagement) via two distinct pathways (positive affect vs. ego depletion). Meanwhile, the extent to which this dark side appears depends on the characteristics of the manager. By integrating both the negative and positive sides of ambidextrous leadership, we hope the present paper sparks future research on the impact of leaders on themselves. [ABSTRACT FROM AUTHOR]

This study examines the impact of "quiet quitting" during digital transformation on job satisfaction, affective commitment, and turnover intention. A time-lagged survey was conducted over six months with two waves of data collection from full-time employees in South Korea, resulting in 258 valid responses. Using the PROCESS macro for analysis, the findings reveal that quiet quitting significantly reduces job satisfaction and affective commitment, which, in turn, increases turnover intention. Furthermore, psychological safety serves as a critical moderator, buffering the negative effects of quiet quitting on these outcomes. The study confirms that the influence of quiet quitting on turnover intention operates through the mediating roles of job satisfaction and affective commitment, and organizations with higher psychological safety are better equipped to mitigate these adverse effects. Grounded in Withdrawal Progression Theory, this study empirically demonstrates the progression of quiet quitting into turnover intention and provides strategic insights for organizations to prevent employee turnover and maintain employee engagement during digital transformation. [ABSTRACT FROM AUTHOR]

While literature articulates the relevance of self-sacrificial leadership to crisis situations, little attention has been paid to employees' attitudinal and behavioral responses to self-sacrificial leadership. This is a particularly salient gap in the scholarship, given the decisions leaders must make to address challenges in the hospitality industry (e.g., the COVID-19 pandemic). Drawing on conservation of resources theory, this pair of field and experimental studies examines how individual differences in employee emotional suppression and leader coping strategy moderate the impacts of self-sacrificial leadership on employee perceptions of leader effectiveness. By sampling U.S. hospitality employees, the studies reveal that leaders who display self-sacrificial behaviors received more favorable ratings on leader effectiveness than others, an effect that is contingent on followers' emotional suppression and leaders' coping strategies. The perception of increased leader effectiveness in turn weakened employees' intentions to engage in negative word-of-mouth toward their organizations. [ABSTRACT FROM AUTHOR]

Abstract Background Teachers’ leadership styles have a significant impact on students’ academic performance, physical health and mental health. Authoritarian leadership, as a typical leadership style, is prevalent in the teacher community. The purpose of this study was to examine the mechanisms by which authoritarian leadership impacts students’ well-being. We also examined the mediating role of emotional exhaustion and the moderating role of narcissism. Methods This study is based on conservation of resources theory. We selected a sample of 369 students from a university in Sichuan province, collected data through two time points, and tested the data using SPSS 24.0 and AMOS 22.0. Results It was found that teachers’ authoritarian leadership negatively impacted students’ well-being and that emotional exhaustion mediated the relationship between authoritarian leadership and well-being. Narcissism not only moderated the effect of authoritarian leadership on emotional exhaustion, but also moderated the mediation role of emotional exhaustion. Conclusions Our findings enriched the research on authoritarian leadership and narcissism, and also had important practical implications for future teacher teaching in higher education.

Given that qualitative and quantitative job insecurity represent two types of stressors with potentially different outcomes, this study builds upon the conservation of resources theory and the desperation principle to investigate how these distinct aspects of job insecurity contribute to different forms of interpersonal-oriented counterproductive work behaviors (CWBs). This contribution primarily occurs through the erosion of employees' organization-based self-esteem (OBSE). Crucially, work redesign strategies may assist employees in alleviating workplace bottlenecks. We further highlight the buffering roles of job crafting strategies (promotion- and prevention-oriented job crafting) in the indirect relationships of job insecurity - OBSE - interpersonal-oriented CWBs. Using a time-lagged design, a sample of 316 full-time employees from various occupations in Taiwan completed three waves of questionnaire survey. The results emphasize a significant risk for employees experiencing job insecurity in the workplace, as the associated work stress could deplete their OBSE, potentially leading to interpersonal-oriented CWBs. Furthermore, we shed light on how employees can reduce this risk by leveraging job crafting strategies. [ABSTRACT FROM AUTHOR]

Background: Teachers' leadership styles have a significant impact on students' academic performance, physical health and mental health. Authoritarian leadership, as a typical leadership style, is prevalent in the teacher community. The purpose of this study was to examine the mechanisms by which authoritarian leadership impacts students' well-being. We also examined the mediating role of emotional exhaustion and the moderating role of narcissism. Methods: This study is based on conservation of resources theory. We selected a sample of 369 students from a university in Sichuan province, collected data through two time points, and tested the data using SPSS 24.0 and AMOS 22.0. Results: It was found that teachers' authoritarian leadership negatively impacted students' well-being and that emotional exhaustion mediated the relationship between authoritarian leadership and well-being. Narcissism not only moderated the effect of authoritarian leadership on emotional exhaustion, but also moderated the mediation role of emotional exhaustion. Conclusions: Our findings enriched the research on authoritarian leadership and narcissism, and also had important practical implications for future teacher teaching in higher education. [ABSTRACT FROM AUTHOR]

With the advent of online communities, firms have invested heavily in creating their brand communities as a value co-creation platform to engage with their customers. However, customer interactions in online brand communities may not always be beneficial for firms. Drawing on conservation of resources theory, we explore how interaction failure as a manifestation of value co-destruction leads to negative customer outcomes in online brand communities. The results of an offline scenario-based experiment and an online survey suggest that interaction failure causes negative customer behaviors through two resource-based mediators: perceived usefulness and perceived fairness. Furthermore, we find that different types of interaction failures lead to different degrees of value co-destruction. Specifically, firm-oriented interaction failure leads to more negative customer behaviors than customer-oriented and peer-oriented interaction failures. Our study provides both theoretical and practical implications for value co-creation in online brand communities. [ABSTRACT FROM AUTHOR]

Parental involvement in children's education is highly valued and encouraged in many societies. While existing research has mainly focused on the positive effects parental involvement has for children, we argue that engaging in such quality parent–child interactions can also be a resource‐gaining process for parents. Drawing on the conservation of resources theory and the work–home resources model, the current study aims to investigate how and when working parents' involvement in children's education enhances their well‐being at home and engagement at work. Using a two‐wave survey of 206 full‐time employees with at least one school‐aged child, our results indicate that for parents experiencing higher levels of parental burnout, involvement in their children's education enhances their flourishing experience at home and subsequently improves work engagement and creative process engagement at work. Overall, our study contributes to the well‐being and work–family interface literature by highlighting the positive effect of parental involvement, an underexplored construct, on working parents' well‐being both at home and in the workplace. This study also provides practical implications for burned‐out working parents that they can benefit from involving themselves in their children's education to cope with and thrive from family demands. [ABSTRACT FROM AUTHOR]

Service quality is important to social workers and service recipients. However, limited research has explored the relationship between interference between work and family and service quality among social workers. According to conservation of resources theory, this study investigated how interference between work and family affects social workers' service quality through emotional exhaustion and the moderating role of work support. The hypotheses were examined using data from 1,417 Chinese social workers collected during the China Social Work Longitudinal Study in 2019. The methodological design of this study includes hierarchical regression analysis and moderated mediation analysis. The results reveal that interference between work and family domains negatively affected service quality through emotional exhaustion as a mediating factor, whereas work support mitigated the direct (indirect) effects of work–family interference on emotional exhaustion (service quality through emotional exhaustion). This study presents a holistic understanding of how and when interference between family and work influences service quality. The findings encourage social work organisations to develop appropriate interventions targeting work–family conflict and emotional exhaustion to improve service quality. [ABSTRACT FROM AUTHOR]

Workplace loneliness has emerged as a prevalent phenomenon, garnering the interest of numerous researchers. Until now, few studies have explored the effects of workplace loneliness on employee withdrawal behavior and factors that might moderate this relationship. In this research, guided by the conservation of resources theory, we posit that emotional exhaustion acts as a mediator linking workplace loneliness to employee withdrawal behavior. Furthermore, we investigate a crucial personal resource and job resource—namely, trait mindfulness and servant leadership, respectively—that could potentially jointly moderate the indirect effect. We collected survey data from 296 pairs of subordinates and their immediate supervisors at three time points. The analysis revealed workplace loneliness affects employee withdrawal behavior via emotional exhaustion, and this process is jointly moderated by trait mindfulness and servant leadership. Specifically, workplace loneliness had a stronger relationship with emotional exhaustion when trait mindfulness and servant leadership were low rather than high, and the indirect effect was stronger and significant under conditions of low trait mindfulness and low servant leadership. However, it became nonsignificant when trait mindfulness or servant leadership was high. This study expands the existing literature on workplace loneliness and offers practical recommendations for organizations to reduce the negative impact of work loneliness. [ABSTRACT FROM AUTHOR]

While employees use information and communication technology (ICT) to support hybrid work, such ICT can result in technostressors. Drawing upon the challenge-hindrance stressor framework, we conceptualise availability and efficient communication as the challenge technostressors, and interruption as the hindrance technostressor. We then develop a theoretical model based on conservation of resources theory to assess their effects on behavioural and psychological outcomes in both work and non-work domains. Survey data were collected from 437 Chinese employees who engaged in hybrid work. The results show that availability and efficient communication enhance perceived location/schedule flexibility, while interruption reduces perceived schedule flexibility. Furthermore, while perceived location flexibly only increased work performance, perceived schedule flexibility increased work/non-work performance and reduced work/non-work exhaustion. Lastly, significant differences were found between those under high and those under low hybrid work. Our study contributes to the literature by clarifying the antecedents and outcomes of location/schedule flexibility in the context of hybrid work. Our study provides important practical suggestions related to the management of hybrid work. [ABSTRACT FROM AUTHOR]

Although literature suggests that a higher person-job fit leads to more innovative behavior, some recent studies have shown inconsistent results with the assumption of such a linear relationship between the two constructs. Considering these inconsistent findings, the present study aims to examine a curvilinear relationship between person-job fit and innovative behavior. Innovative behavior represents an individual's actions that come up with, realize, and apply novel ideas within the job environment, and person-job fit, which pertains to the value congruence between the job and individual, can be a critical predictor of innovative behavior. Drawing on the triphasic model of stress and the conservation of resources theory, this study hypothesizes that person-job fit has a non-linear relationship with innovative behavior, and that abusive supervision moderates this relationship. The regression analysis results of the 180 employee-supervisor dyadic data revealed that person-job fit and innovative behavior have a non-linear relationship. Furthermore, the non-linear relationship is (1) weakened (linearly positive) when abusive supervision is high and (2) strengthened when abusive supervision is low. By integrating multiple theoretical lenses, the present study offers a more sophisticated understanding of individual employees' psychological reactions to job fit discrepancies and their innovative outcomes in organizational settings. Theoretical and practical implications and directions for future research are also discussed. [ABSTRACT FROM AUTHOR]

Few would dispute that caring for a child with autism can be a positive and rewarding experience. However, it is often the case that parents (or guardians) of children with autism also experience lower psychological wellbeing and heightened psychological distress. In the present study, we harness Conservation of Resources theory, to examine the relative contribution of personal resources (parental self-efficacy and resilient coping) and conditional resources (perceived social support and family communication). A sample of 90 parents of children with autism were surveyed for their personal and conditional resources as well as their psychological wellbeing using measures of life satisfaction and psychological distress. Multiple regression analyses revealed that family communication and perceived social support were significant predictors of life satisfaction, while perceived social support and parental self-efficacy (unexpected direction) were significant predictors of psychological distress. The findings underscore the importance of conditional resources (and perceived social support in particular), for parents of children with autism and it is argued that interventions might focus more on socially supporting families to help promote their psychological wellbeing and reduce psychological distress. [ABSTRACT FROM AUTHOR]

Although past research has documented the effects of social media addiction on mental health, it remains unclear how and when such impacts occur. To fill this gap, we investigate the intervening mechanism of mindfulness and the moderating role of healing use for social media addiction's impact on depression through the lens of the conservation of resources theory and the attentional bias perspective. Analysis of data collected from 198 employees reveals that social media addiction (1) depletes the energy resources necessary to reduce depression and (2) consumes attentional resources and directs an individual's attention to the salient activities that feed addictive use, leaving individuals with less attentional resources to devote to activities that promote mental health. Interestingly, social media's healing use reduces the harmful effects of social media addiction on depression. This research contributes key practical and theoretical insights to aid decision-makers and set an agenda for future research. [ABSTRACT FROM AUTHOR]

By integrating conservation of resources theory and the perspective of resource flow across domains, this study had hypothesized and examined how dual work passion impact innovation behavior via work-family facilitation/conflict and thriving at work. Through empirical analysis of data from 489 knowledge workers in China at two time points, our results showed that Knowledge workers' harmonious work passion had a direct significant positive effect on innovative behavior. Knowledge workers' obsessive work passion had a significant positive effect on work-family conflict, and it also had a significant indirectly negative effect on innovative behavior through the chain mediating effect of work-family conflict and thriving at work. These findings lay a foundation for understanding the relationships between knowledge workers' dual work passion and innovative behavior. [ABSTRACT FROM AUTHOR]

Summary: Research on social networking primarily focuses on the long‐term benefits of upward networking on career success. However, how it influences employees in the short term is largely overlooked. Integrating conservation of resources theory and self‐control strength model, we developed a moderated dual‐pathway model that simultaneously examines the immediate benefit and cost of upward networking and investigates how trait self‐control moderates the dual‐pathway mechanism. Based on two experiments and a time‐lagged experience sampling study, we examined the moderated effects of trait self‐control, as well as the conditionally indirect relationship between upward networking and work engagement through the resource gain of perceived impact at work and the resource loss of ego depletion. We found that, on the one hand, for employees high in trait self‐control, engaging in upward networking is likely to be related to perceived impact at work and indirectly affects work engagement. On the other hand, for employees with low trait self‐control, engaging in upward networking is likely to increase ego depletion and indirectly affects work engagement. Overall, our findings contribute to theories of social networking and self‐control and specifically highlight the complexity of upward networking, which both empowers and burdens employees in terms of immediate work outcomes. [ABSTRACT FROM AUTHOR]

Copyright of Tourism Tribune / Lvyou Xuekan is the property of Tourism Institute of Beijing Union University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Scholars have extensively used the job demands–resources model to explain the dynamics underlying work engagement and proposed several versions of the model. However, in theoretical terms, nonwork elements have not been incorporated into the model. This study investigated the roles of home demands and resources in the model by testing the boost/buffer hypotheses for work engagement from the perspective of the work–home interface. We demonstrated that (1) the demands of a domain boost the positive impact of resources drawn from another domain on work engagement, (2) the resources of a domain buffer the negative impact of demands derived from another domain on work engagement; and (3) the buffering and boosting effects of home demands and resources impact work engagement. We conducted a diary study on a group of coffee shop employees in Ireland. The results partially supported the proposed hypotheses but nevertheless indicated support for the cross‐domain boost/buffer hypotheses with regard to work engagement. The proposed model may serve as a theoretical foundation for research on issues related to the impact of work and nonwork domains on work engagement. [ABSTRACT FROM AUTHOR]

This study advances the understanding of the mechanisms that link past challenge and hindrance stressors to resilience outcomes, as indicated by emotional and psychosomatic strain in the face of current adversity. Building on the propositions of Conservation of Resources Theory and applying them to the challenge-hindrance framework, we argue that challenge and hindrance stressors experienced in the past relate to different patterns of affective reactivity to current adversity, which in turn predict resilience outcomes. To test these assumptions, we collected data from 134 employees who provided information on work stressors between April 2018 and November 2019 (T0). During the first COVID-19 lockdown (March/April 2020), the same individuals participated in a weekly study over the course of 6 weeks (T1–T6). To test our assumptions, we combined the pre- and peri-pandemic data. We first conducted multilevel random slope analyses and extracted individual slopes indicating affective reactivity to COVID-19 adversity in positive and negative affect. Next, results of path analyses showed that past challenge stressors were associated with lower affective reactivity to COVID-19 adversity in positive affect, and in turn with lower levels of emotional and psychosomatic strain. Past hindrance stressors were associated with greater affective reactivity to COVID-19 adversity in positive and negative affect, and in turn to higher strain. Taken together, our study outlines that past work stressors may differentially affect employees' reactivity and resilient outcomes in the face of current nonwork adversity. These spillover effects highlight the central role of work stressors in shaping employee resilience across contexts and domains. [ABSTRACT FROM AUTHOR]

A resource perspective suggests a protective direct effect of work scheduling autonomy (WSA) on self-endangering work behaviours (working harder, working longer). However, from a social exchange perspective deriving benefit from WSA could lead to the obligation to give something back when it is needed (e.g., high time pressure) and expected (e.g., work-home culture of the company). Despite the direct protective effect, we thus suggest that WSA acts as a moderator that, under certain organizational culture conditions, facilitates the positive relationship between periods of high time pressure and self-endangering work behaviours. In a five-weeks weekly diary study (N = 277) we examined whether WSA can act as a moderator creating an interactional pattern with time pressure, a hindering work-home culture or psychological ownership, in which the genuine protective effect of WSA can be undermined. The results of the multilevel analysis showed a negative direct relationship between WSA (within-persons) and working harder (protective main effect). However, moderation analysis showed that WSA (between-persons) could intensify the positive relationship between time pressure and working harder for employees working within a hindering work-home culture. We observed no such interactive pattern with psychological ownership, but report a positive relationship between psychological ownership and self-endangering work behaviours. [ABSTRACT FROM AUTHOR]

Background: Our study of nurses in Tehran was conducted in June of 2020, when the lockdown from the pandemic had been implemented. Nurses had been faced with how to effectively manage their own emotion responses during patientcare. Objectives: Our study aims to evaluate how psychological and social resources were jointly related to the use of emotional labor through surface acting and deep acting among nurses at public hospitals. Design: The study design was a single-wave, cross-sectional self-report questionnaire survey containing validated measures where the nurses reported on their work experiences during the pandemic. Settings: The participants came from five out of 50 public hospitals within Tehran. Participants: Of the 250 nurses chosen by using multi-stage randomly sampling, 224 were retained after listwise deletion of missing data and outliers. Method: Through a survey questionnaire, participants responded to scale measures of psychological hardiness, social support, and emotional labor to investigate the joint impact of hardiness and social support on emotional labor. Their responses provided information on the (1) validity and reliability of all variables, and (2) the hypothesized structural relations, using SPSS-AMOS 22 software. Results: Challenge and control were related to social support; coworker sympathy and supervisory support were related to surface acting; coworker sympathy was related to deep acting. Under strong support, high hardiness was most negatively related to surface acting and positively related to deep acting. Conclusion: Through coworker and supervisory support, hardiness became an effective means for nurses to regulate their own emotions during interactions to enhance patientcare.

This study explored the susceptibility of inner-city youth to stressful life events. It employed the Conservation of Resources (COR) theory to elucidate the impact of stressful events on their psychological distress. It tested the applicability of the Conservation of Resources Evaluation (COR-E) scale, previously used only on adults, on an inner-city youth sample comprising 309 Israeli adolescents from high-risk urban schools. Participants completed the Stressful Life Events Screening Questionnaire (SLESQ), an adapted version of the COR-E, and the Short Brief Symptom Inventory (BSI-18). Unique resource categories emerged, grounded in the youths’ immediate environment. Positive correlations were established between resource loss and stressful life events, and heightened resource loss was associated with increased psychological distress. The study underscores the utility of the COR framework in comprehending the intricate relationship between psychosocial resource loss and the psychological well-being of inner-city youth.